Senior Director, Organizational Effectiveness and Capability

About the role

The Senior Director, Organizational Strategy & Capability plays a pivotal role in shaping the organizational capabilities, practices, and workforce strategies required to support Travere’s growth. This role serves as a strategic partner to executive leaders, People Success Partners, business stakeholders, and Travere’s Enterprise Effectiveness function.

Responsibilities

• Organizational Strategy & Design
• Partner with executive leaders and People Success Partners to align organizational strategies with enterprise and functional business priorities.
• Assess organizational effectiveness and identify opportunities to improve performance, scalability, decision-making, and cross-functional collaboration.
• Lead organization design initiatives, including operating model evolution, role clarity, team effectiveness, governance structures, and workforce alignment.
• Develop recommendations that balance business needs, employee experience, organizational health, and long-term growth objectives.
• Ensure organizational structures support career development, talent mobility, leadership effectiveness, and employee engagement.
• Equip and enable People Success Partners with frameworks, tools, and consultative expertise in organizational design, workforce strategy, organizational effectiveness, and change management to strengthen strategic business partnership and deliver effective organizational solutions.
• Facilitate executive and functional leadership discussions to align organizational design principles, decision right, operating model implications, and change readiness.
• Talent Strategy & Workforce Capability
• Develop workforce and capability strategies in partnership with People Success Partners and business leaders to ensure the organization can attract, retain, and develop talent required to support future business needs.
• Partner closely with Talent Acquisition to translate enterprise capability needs into learning, leadership development, and talent program priorities.
• Partner closely with Talent Experience to develop capability roadmaps and ensure enterprise learning offerings address current and emerging needs.
• Assess workforce trends, evolving skill requirements, and emerging technologies—including AI—to inform talent and capability strategies.
• Partner with People Success Partners to support succession planning and talent review processes by identifying organizational strengths, capability gaps, and talent risks.
• Support the integration of workforce planning, job architecture, skills, succession, development, and organizational design into a more connected enterprise talent strategy.
• Change Leadership & Transformation
• Lead organizational change initiatives associated with growth, strategic priorities, operating model changes, and workforce evolution.
• Conduct change impact assessments, stakeholder analyses, and readiness evaluations.
• Develop practical change management strategies that accelerate adoption and strengthen employee engagement.
• Coach leaders and teams through periods of organizational growth, complexity, and transformation.
• Build practical change management tools, templates, and leader resources that can be used by People Success Partners and business leaders to support consistent execution across enterprise initiatives.
• Partner with Culture & Inclusion to ensure change strategies reinforce Travere’s values, culture, leadership expectations, and employee experience.
• Establish repeatable approaches that build enterprise change capability and resilience.
• Strategic Planning & Talent Effectiveness
• Partner with People Success Partners and business leaders during annual business and talent planning to ensure alignment between workforce capabilities and enterprise priorities.
• Establish metrics and frameworks to assess organizational effectiveness, leadership capability, workforce readiness, and talent outcomes.
• Identify organizational risks and barriers that may impact execution, employee engagement, or long-term growth.
• Recommend strategies that improve organizational agility, effectiveness, and workforce sustainability.
• Create executive-ready insights and recommendations that translate organizational data, workforce trends, and stakeholder input into clear business implications and actions.
• Maintain oversight of progress against organizational effectiveness and capability-building priorities, including adoption, readiness, leadership alignment, and measurable business impact.

Qualifications

• Bachelor’s degree required; advanced degree preferred.
• 12+ years of experience in organizational strategy, organizational effectiveness, human capital consulting, workforce strategy, transformation, talent management, or related disciplines.
• Combination of management consulting and in-house life sciences, biotechnology, pharmaceutical, or healthcare experience strongly preferred.
• Demonstrated success leading organizational transformation, workforce strategy, or enterprise capability-building initiatives.
• Experience influencing and partnering with senior leaders across complex matrixed organizations.
• Strong strategic thinking, facilitation, executive communication, stakeholder management, and problem-solving skills.
• Proven ability to translate business strategy into practical talent and organizational solutions.
• Demonstrated ability to build scalable frameworks, tools, and governance models that enable consistent execution without creating unnecessary complexity.
• Strong consulting orientation with the ability to diagnose organizational issues, synthesize complex information, and develop pragmatic recommendations for senior leaders.
• Ability to travel up to 15% domestically and internationally.

Preferred Experience

• Experience within high-growth biotechnology, pharmaceutical, healthcare, or innovation-driven organizations.
• Expertise in organizational design, workforce planning, leadership development, change management, talent strategy, and organizational effectiveness.
• Familiarity with digital transformation, AI-enabled workforce strategies, and future-of-work trends.
• Experience partnering across HR centers of excellence, People Business Partner teams, and senior business leaders to deliver integrated talent and organizational solutions.